主动性人格与工作绩效:个体—组织匹配的调节作用  

Proactive Personality and Job Performance:The Moderate Effect of Person-Organization Fit

作　　者：温瑶[1] 甘怡群[1] 

机构地区：[1]北京大学心理学系,北京100871

出　　处：《应用心理学》2008年第2期118-128,共11页Chinese Journal of Applied Psychology

摘　　要：本研究的目的:考察主动性人格在中国企业内对工作绩效的预测性及个体—组织匹配在其中的调节作用。方法:研究以三家中国本土企业的253名员工为被试,使用修订过的主动性人格量表。结果:(1)除了大五人格和社会赞许性之外,主动性人格还可以解释工作绩效8.5%的方差变异;(2)整体分析时只有团队导向因素显著,单独分析时高新独资企业中注重细节因素、团队导向因素和结果导向因素有显著的调节作用;民营企业中尊重员工因素有显著的调节作用;国有企业中革新性因素和团队导向因素有显著的调节作用。结论:主动性人格可以有效地预测工作绩效,个体—组织匹配则根据不同的企业组织,不同的因素在主动性人格和工作绩效的关系中起调节作用。关于本研究的贡献与不足以及未来的研究方向都有所讨论。This study mainly investigated the predictable effect of the proactive personality in job performance, and also explored the moderating effects of the person-organization fit between proactive personality and job performance in China. A sample of 253 employees in three different Chinese companies was used to test our hypothesis. We applied both self-report and other evaluating methods for collecting the data. The results indicated that： （ 1 ） consistent with our hypothesis, after controlling the Big Five and the Social Desirability,the PPS also could explain an additional 8.5% of the variance by using the objective measure of employees＇ job performance; （2）different factors of person-organization fit were moderators between proactive personality and job performance. The result first indicated that proactive personality can predict employees＇ job performance in Chinese companies, which has been demonstrated in the western US and European companies. Second,there is a common person-organization fit factor under all the Chinese companies due to the influences of Confucianism. Third, it also implied that there exist organizational differences among companies in China to some extent. Limitations and implications of the study as well as future research directions on the study are also discussed.

关 键 词：主动性人格 工作绩效 个人-组织匹配 

分 类 号：B848[哲学宗教—心理学]